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The article considers the issue of relevance of the use of game elements in the non-playable environment of HR-management of modern companies, as well as the influence of gameplay on the management system of companies of the Arctic zone of the Russian Federation. The aim of the research is to identify the practical significance and effectiveness of the gameplay as an instrument of intangible motivation of the company’s staff, as well as its influence in the management of companies operating in the Arctic. The study was conducted using an analytical and comparative method. On the basis of the study of the structure of gambling, SWOT-analysis and analysis of the experience of introducing game elements into the management system of modern companies, including the enterprises of the Arctic regions of the Russian Federation, the current properties of the new tool of intangible staff motivation are determined, as well as her functional ability. The analysis of the main components of gameplay (PBL system) is carried out and its practical significance is assessed. As a result of the study, it is concluded that gameplay is gradually spreading in our country, but at a slow pace due to the recent transition to a market economy and the lack of digital, innovative base of domestic companies (including companies from Arctic regions).
Sharin et al. (Wed,) studied this question.